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HR Professional Development Series


 

 

Cultivating a Coaching Culture for the HR Professional

 

 

Session One: Creating a Coaching Culture: The Fundamentals

 

Companies and organizations that use coaching as a tool to drive performance and development report increased motivation and productivity.  Creating a “coaching culture” demonstrates that people are valued and that an investment is being made in their long-term success within the organization.  To succeed, however, the initiative must be navigated by individuals with the ability to influence others at all levels to ensure it is not a scattered and disjointed series of activities, but a coherent and integrated strategy that enhances many other aspects of the organization’s OD and L&D efforts.  Who better to spearhead the process than HR Professionals, who are ultimately responsible for talent management, development initiatives, leadership development and tying performance to business objectives and outcomes. In the first of this four-part series, participants will learn:

  • What coaching is and how it differs from other developmental processes
  •  The benefits of creating a coaching culture within an organization
  •  What a coaching culture looks like
  •  The steps one takes to creating a coaching culture

 

Session Outcomes:

  • A thorough understanding of the coaching process, and how it differs from other developmental efforts
  •  An appreciation for the ROI’s of a coaching culture
  •  An understanding of the components of a coaching culture
  •  Identified strategies to create a coaching culture

 

Session Two: The Principles and Competencies of Coaching

 

Once an HR Professional has a thorough understanding of what coaching is and the myriad of benefits a coaching culture brings to an organization, the next step is to grasp the principles and competencies of coaching, who within their organization can model coaching behaviors, how to prepare them to coach others as well as in what circumstances coaching is appropriate and useful.  With this knowledge, an HR Manager can “sell” the concept of coaching at various levels so that the culture is accepted and utilized globally. In the second of the four-part series, participants will learn:

  • The guiding principles of coaching and the competencies needed to engage in the process successfully
  •  How to identify who within the organization can and should adapt a coaching approach within their management and leadership strategie
  •  Resources that can support the development of coaching practices
  •  How to identify situations and circumstances in which coaching is valuable

 

Session Outcomes:

  • A thorough understanding of coaching principles and competencies
  •  The ability to identify who should learn how to coach and how to support their coaching competency
  •  An understanding of what situations and circumstances are prime for coaching opportunities and the results of coaching efforts in each

 

Session Three: The Coaching Process

 

There is no single, “right” model of coaching; approaches should be based on the needs of the organization and the individuals engaged in the process.  There, are however, universal do’s and don’ts that are aligned with the standards that all those who engage in the coaching process should follow.  It is the responsibility of the HR Professional to ensure that anyone modeling coaching within their organization are adhering to these standards to uphold the integrity of the process.  To do so, they themselves must learn how to effectively coach others both in knowledge and practice. In the third of this four-part series, participants will learn:

  • Various coaching approaches based on the needs of the organization and various individuals
  • The Do’s and Don’ts of the coaching process
  •  How to identify when someone is not following standard coaching practices
  •  How to coach others
  •  How to identify resistance to coaching

 

Session Outcomes:

  • A thorough understanding of the various coaching approaches and models
  •  Knowledge of Coaching Do’s and Don’ts
  •  The ability to identify when an individual is not adhering to standard coaching practices
  • The ability to coach others and identify when there is resistance in the process

 

Session Four: Processes to Sustain and Measure the Success of a Coaching Initiative

 

When cultivating a coaching culture, there are various processes that are essential to the enduring success of the initiative, including, but not limited to: Establishing and clearly communicating the purpose and outcomes of the coaching process as well as how they align with organizational goals and objectives; Providing employees with continual and thorough feedback; Creating and implementing Individual Development Plans; Designing and implementing measures to evaluate success. In the final of this four-part series, participants will learn:

  • How to communicate the purpose and desired outcomes of a coaching initiative and how to align them to the organization’s goals and objectives
  •  Various methods to provide feedback to employees during the coaching process
  • The objective of an Individual Development Plan, as well as how to structure the document and how to utilize it in the coaching process
  • Strategies to evaluate and measure coaching efforts in an organization

 

Session Outcomes:

  • The ability to develop coaching objectives and outcomes
  •  An understanding of the importance of providing feedback during the coaching process



*Free for RWHRMA members ($30.00 billed for “no-shows”)
*$30.00 for TSHRM members
*$35.00 for guests/non-members
*Each 2-hour program been approved for two (2) hours of HRCI general and SHRM continuing education credit


 

 Visit our Calendar of Events page to register.



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